In an ideal case scenario, employees clearly understand their job responsibilities and perform to the expectations of their managers, colleagues and employers. However, at times, performance problems do crop up. If you let these problems continue, they lead to the domino effect, making the situation increasingly complex for you to deal with in future.
Let’s look at a few reasons for performance problems:
Performance problems do occur for many reasons. Some problems are related to employees’ attitudes or motivational levels, some to their workplace environment, some to lack of resources and others to their knowledge levels.
Attitudinal or motivational issues refer to a situation where employees are knowledgeable but consistently show tardiness at work. The work they produce is not at par with established standards. Besides, they frequently abstain from work or try to abstain from work responsibilities by giving lame excuses.
Problems relating to the workplace environment are subtle but have a profound impact on employee performance. Sexual harassment, workplace bullying, coercion and favoritism by the boss are some leading factors affecting employee performance.
Lack of training on using resources also adversely impacts employee performance. In this situation, employees are knowledgeable and have the right attitude but they cannot perform well because they do not have the right information or training on using resources such as new technologies, equipment, etc.
When employees do not have the requisite knowledge about their job responsibilities, they cannot perform well.
Steps to Identify Performance Problems:
The first step in identifying performance problems is to devise parameters for performance. When you know what is expected of your employees, you can determine whether they are able to reach their targets or not. When you set parameters for a desirable behavior or performance, keep in view how poor performance or undesirable behavior affects the organization, its employees and customers. Work with team leaders or managers and gather inputs from them. This will enable you to have a clear view of desirable behavior and you will be in a better position to analyze your employees’ performance.
While analyzing performance, don’t focus on people issues, but on their performance. A subjective view may lead to unnecessary confrontations between you and your employee.
Identifying performance problems early on helps both you and your employee reach an amicable solution. The onus is on you to lead the process and come up with a solution for positive development, which benefits both the employee and the organization. Remember, the purpose of this exercise is to build confidence in the employee so that he or she can resolve the problem and be a valued employee.
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